Research On The Relationship Between Learning And Employability Of Chinese Elderly Employees And Survey On The Status Of Learning Support In The Organization

With the continuous development of science and technology,medical treatment and economic level are also constantly improving.Human life expectancy is gradually lengthened,but fertility willingness is declining.The population structure of all countries is gradually aging.Countries have adopted policies such as raising the retirement age to mitigate the negative impact of aging population on domestic economic and social stability,indicating that older workers themselves still need to be active in the labor market.Similarly,under the influence of the aging of the social population,organizations will be faced with the gradual increase of young labor costs and the difficulty of recruitment.Therefore,rational human resource development for older employees to enhance their employability may also become an important way for organizations to save costs.Many scholars have found that people need to learn to improve their employability,but older workers are often considered to have low training value and have low opportunities and willingness to participate in workplace learning activities.Therefore,this study will be divided into two parts.In study one,of 515 on-the-job measure older workers as the research object,through the simple linear regression analysis,multiple linear regression analysis results:(1)after age and to be able to hire no significant relationship between sex,psychological age(view)in the future time and can be hired there is a positive linear correlation relationship;(2)There is no significant correlation between formal learning and employability,while there is a positive linear correlation between informal learning,learning motivation,learning ability and employability.(3)Formal learning in the workplace has a significant adjustment effect on the relationship between future time view and employability,but the significant effect is weak;Informal learning,learning motivation and learning ability in the workplace have no significant moderating effect on the relationship between future time view and employability.In study 2,18 of the human resources management related personnel from various industries,semi-structured interviews,interviews,the results are as follows:(1)there is an obvious are not found in most organizations in order to meet the needs of older workers and interest,related training plan and supporting policies,and industry performance,and older workers their willingness to learn is low;(2)There are three main learning activities that older employees often participate in:formal training,regular meeting or sharing meeting,and bringing the old with the new.Three kinds of learning support measures are effective for older employees,among which the regular meeting or sharing meeting is relatively effective,the formal training effect is general,and the tutorial system effect is poor.(3)Half of the respondents support learning supportive policies and measures for older employees.They believe that older employees also need to master new technologies and tools in time to avoid being eliminated by the labor market.Some human resources believe that older employees are less flexible and have no development value.The respondents' Suggestions are roughly divided into three categories:formulating internal and external incentive policies for the needs of older employees,encouraging communication between new and old employees,and providing professional training for older employees.In this study,the empirical study of Research 1 verifies that,in the context of China,the relationship between worlplace future time view,workplace learning and employability is still close.There was no direct correlation between actual age and employability.The results of Study 2 show that domestic organizations have not carried out effective human resource development for older employees,and older employees have low learning motivation and the effect of participating in learning activities is not obvious.Based on the results of this study,the following Suggestions are proposed for the human resource development of older employees:(1)At the personal level:Older employees should take a positive view of themselves and their careers,actively participate in workplace learning activities,and focus on a certain professional expertise to develop themselves;In addition,young employees should have a sense of crisis and strive to improve themselves through learning.(2)The organization should break the negative stereotype of aging internally,encourage and guide older employees to carry out learning activities,and develop professional training related to their expertise to help them complete the transformation of professional talents.